The PeopleOps Manifesto is built on the foundation of thoughts, ideas and actions of a select group of thought leaders who have changed the way we think about people in organizations. Their groundbreaking ideas on clarity, alignment, and empowerment form the basis for the manifesto’s guiding principles.
Adam Bryant & Kevin Sharer co-authored “The CEO Test,” which serves as a modern playbook for effective leadership, distilling insights from interviews with more than 600 CEOs. Their work adds depth to the manifesto by emphasizing the critical role that top leadership plays in shaping an organization’s success.
Adam Grant is a distinguished organizational psychologist and professor at the Wharton School of the University of Pennsylvania. His book “Give and Take” challenges traditional organizational reward and incentive structures, offering a deeper exploration into the psychology of work and success.
Alan Mulally led one of the most extraordinary corporate turnarounds in history as the former President and CEO of Ford Motor Company. His philosophy of “Working Together” offers a critical perspective on traditional hierarchical structures and promotes a people-centric approach to management.
Ben Horowitz, a venture capitalist at A16Z, is renowned for his book “The Hard Thing About Hard Things.” The book candidly addresses the challenges of entrepreneurship and leadership, particularly in high-stakes, high-growth settings. Horowitz provides a detailed journey through entrepreneurship, infused with realism and problem-solving insights that enrich the depth of the manifesto.
Daniel Pink, known for his book “Drive: The Surprising Truth About What Motivates Us” argues that autonomy, mastery, and purpose are far more effective motivators than traditional rewards, significantly challenging the status quo of organizational systems.
Gary Hamel is a multi-time author and founder of Strategos, an international consulting firm. He’s been a forceful advocate for innovative, democratically structured organizations, directly opposing traditional corporate hierarchies. His works, including “Humanocracy” and “The Future of Management” serve as roadmaps for employee empowerment, organizational innovation and adaptability, directly opposing traditional corporate hierarchies.
Laszlo Bock, former Senior Vice President of People Operations at Google, significantly influenced how companies view talent management and popularized the field of ‘People Analytics.’ His work “Work Rules!” illustrates how data should be central to talent management, making the case for HR departments to be as data-focused as Finance or Sales.
Marcus Buckingham, known for his books “Nine Lies About Work” and “First, Break All the Rules,” is a business consultant who has significantly influenced modern HR practices. Buckingham challenges the effectiveness of annual performance reviews and advocates for HR solutions tailored to individual needs. He believes that HR practices should be tailored to fit individual needs, acknowledging that one-size-fits-all approaches are counterproductive.
Patty McCord has more than 35 years of experience in HR and has been a consultant to numerous businesses on culture and leadership. Her book “Powerful: Building a Culture of Freedom and Responsibility” critically examines traditional HR practices and advocates for a culture grounded in freedom and responsibility.
Reed Hastings, co-founder and CEO of Netflix, has been a serial entrepreneur who fundamentally disrupted the entertainment industry. His book “No Rules Rules: Netflix and the Culture of Reinvention” sets forth a radical vision of corporate culture that departs significantly from traditional HR systems.
Simon Sinek, an internationally renowned author, urges organizations to “Start with Why,” thereby challenging the short-term, KPI-driven focus that has characterized traditional HR departments. His work encourages a fundamental rethinking of organizational strategy.
These thought leaders serve as the ideological foundation for the transformative principles laid out in the PeopleOps Manifesto. Their collective ideas have not only disrupted but also enriched traditional paradigms, making a compelling case for change in how we approach human capital.